Posts in Delegate

5 Things You Need to Know About SEO – Part 1

June 20th, 2016 Posted by Business is ART, Delegate, Entrepreneur, Uncategorized 0 thoughts on “5 Things You Need to Know About SEO – Part 1”

SEO DefinitionSEO – Each week I identify a different theme and provide you with content, some original and some from external sources, around that theme in two separate posts.

The first post represents my thoughts, experience, advice or questions on whatever the weekly theme is. Later in the week, a second post will summarize and provide links to several articles and videos from other sources, providing additional information on the weekly theme.

Don’t Go SEO Alone

If the last year and a half has taught me anything it’s these 2 things. SEO is important to me and I don’t know what I am doing in terms of SEO.

With the release of a book, soon to be released online training videos, and a follow-up software that automates the processes and templates in both the book and the training, a key to success is how to attract people to the website and subsequently to the products and services I offer.

This had never been a part of my past business life in which the industries I served were dramatically different.

So I find myself continually learning, continually experimenting, continually writing and continually thinking about things like SEO. And while I think I have at least a pretty firm layman’s grasp on things to do to improve SEO, I am smart enough to know that I am not smart enough (or disciplined enough) to go it alone. I use consultants for it.

4 More Things to Know About SEO

Here are 4 more things you need to know:

  • If you don’t have a basic definition for what SEO is, look it up. You need to.
  • There are many ways to improve your SEO and thousands of articles that begin with a title something like this “10 Sure Steps to Improving SEO.” Check out a few.
  • SEO can be viewed a little like snake oil. If someone tries to sell you on the notion that they can ensure you will bubble to the top of a Google search based on their mastery of SEO, go talk to someone else – because they are full of it.
  • Study, study, study…but don’t forget to act. As mentioned, there are all kinds of advice on how to improve your SEO, some of which may not be good advice for you in particular. But none of it matters if you don’t give it a try.

Everyone’s an Expert, Few are Helpful

One of the things that drives me crazy about advice on SEO is that most articles and experts say one of the keys is to continually deliver valuable content. But therein lies the rub does it not? How do you know it is valuable content? If people come to your sight, does that mean it is valuable? If they don’t, does that mean it isn’t?

You can find tons of advice on ensuring your content is valuable, much of it free, some of it not. Three tips from me to you include: have a central theme (not random thoughts), test out samples on people that represent your target audience, and provide the content regularly.

5 Hacks for Creating Your Secret Sauce – Part 1

June 13th, 2016 Posted by Business is ART, Delegate, Entrepreneur 0 thoughts on “5 Hacks for Creating Your Secret Sauce – Part 1”

DifferentiatorSecret Sauce – Each week I identify a different theme and provide you with content, some original and some from external sources, around that theme. Beginning this week, I am breaking things in to two separate posts.

The first post represents my thoughts, experience, advice or questions on whatever the weekly theme is. Later in the week, a second post will summarize and provide links to several articles and videos from other sources, providing additional information on the weekly theme.

This week’s theme is “Secret Sauce”

Ah, yes. The old “Secret Sauce.” Most businesses claim to have some kind of secret sauce or another – that thing that makes them more successful, or better, than the competition.

If you’ve ever been to a chili contest, you know that every cook in the competition swears his or her chili is the best on the planet. The same is true for a BBQ contest. Everyone says their dry rub or (literal) sauce is the most special in the competition, practically guaranteeing that their brisket, pork or chicken will bring home the bacon, so to speak.

Define Success and Experiment

Like business is general, your secret sauce is more art than science, although there is a healthy dose of both involved. The right ingredient or flavor for one person is exactly the wrong one for another.

First, define what success means to you. Using the BBQ competition example, perhaps success is to win the overall competition. Perhaps it’s to win the prize for best ribs. Perhaps you don’t even care about trophies and ribbons – success is merely being there to compete at all. Whatever success means to you, define it.

Once you’ve defined it, you have to experiment a little and find out what “tastes” right for you. If it is right for you, chances are, you’ll find an audience for it. BBQ pit masters do not generally go in to a competition with an un-tested rub, sauce or technique and realistically expect the judges are going to go gaga over it. They test it out first.

5 More Hacks

  1. Have an outsourcing strategy. You can’t do everything nor can you count on others to do it all. Determine an outsourcing strategy that makes sense for you and your business. What kind of advantage does it give you? Whatever the advantage is, it should play to your definition of success. Note, a decision to outsource nothing at all is still an outsourcing strategy.
  1. Rethink the way you think. Science and research shows that simply thinking about things differently has a major impact on how you succeed and on happiness. Pardon the French, but I like to tell people “If you expect a shit sandwich for lunch, that’s exactly what you’ll get.” Again, forgiving the scatological trend here, another one is “He/she could find a single rat turd in a mountain of gold and be disappointed.” Thinking positively makes a real difference.
  1. Pay attention to trends. If you have a product and design it in a way that does not appeal to the customer, it may be the best at what it does, but no one will buy it. Know your market, know your customers, and know the trends they are paying attention to – then design accordingly.
  1. Stay entrepreneurial and foster an entrepreneurial environment. So often we find that entrepreneurs are serial entrepreneurs, starting up multiple businesses in a single lifetime or career. It is what keeps innovation alive and well. But the business owner needn’t be the only entrepreneur in the room. Establish an environment in which employee and stakeholders can act entrepreneurially as well.
  1. Have a crisis management and communication plan. No one and no business is infallible. It may be due to our own negligence or mis-calculation or it may be due to unforeseeable outside circumstances, but every business will face crisis at some point or points during its lifespan. How you respond to the crisis is what makes the difference – and that begins with knowing how you will communicate through a crisis.

4 Secrets to a Good Meeting

February 22nd, 2016 Posted by Behavior, Business is ART, Delegate, Leadership 0 thoughts on “4 Secrets to a Good Meeting”

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We’ve all been there. Maybe you are there right now, reading this blog instead of paying attention to the drivel going on around you. The mindless, pointless, waste of time meeting that must make someone somewhere feel good because there seems to be no other point to it.

The title of this post is 4 Secrets to a Good Meeting but most of what I’m about to tell you is no big secret. Just a subtle reminder of the things you already know. But if we all actually followed through, we wouldn’t need to keep saying it over and over again.

The First Secret to a Good Meeting

The first secret to holding a good meeting is to know when not to have one. Before scheduling a meeting ask yourself, “What is it that I hope to accomplish in this meeting?” followed by “Can it be accomplished through other means?”

Be honest with yourself. Most of us like to feel important or in control of some things here and there because most things are outside of our control. Is that what this meeting is REALLY about? If so, don’t schedule it.

The Second Secret to a Good Meeting

The second secret to a good meeting is not attending it unless it is absolutely necessary. If the boss schedules it, you probably ought to accept it. But even if the invite is coming from the boss and you believe your time can be put to better use, inquire with the boss. Don’t assume your presence is not necessary. Inquire.

Too many people believe they have to be involved in or invited to every meeting. Again, sometimes this is to feel important and sometimes it’s because we want to be visible and in the know. But there are many better ways to be visible and in the know without wasting precious time sitting in meetings in which 1 or 2 people dominate and the rest politely listen.

The Third Secret to a Good Meeting

Once you know the meeting and your attendance are necessary, the third secret to a good meeting is to make sure there is a published agenda. It helps if the agenda is published ahead of time. I’ve worked with people who refuse to publish an agenda until everyone is seated in the meeting. That’s usually a hint that everyone is there to hear the meeting coordinator talk as opposed to a meeting in which everyone is actually participating.

A pre-published agenda helps invitees to get a better feel for whether their attendance is truly required or not. But the primary purpose of the agenda is to keep the meeting on point.

The Fourth Secret to a Good Meeting

The fourth secret of a good meeting is to have a time keeper. It’s too easy to get off topic or long winded on a topic unless someone is tracking the time. That someone should be other than the person running the meeting. Each topic on the agenda should have a maximum duration defined and identified on the agenda document itself.

Before the meeting begins, the timekeeper is identified and it should be made clear that he or she will interrupt if agenda topics go long.


There are many more “secrets” to a good meeting, but, again, most of these aren’t secrets at all. You already know this stuff. It may help to expand on this list and publish internal rules to meetings. To get you started, here are the 4 questions to ask:

  1. Is the meeting necessary?
  2. Do I have to attend?
  3. Is there an agenda?
  4. Who is the timekeeper?

Happy meeting!

5 Ways to Deal With Doubt

February 11th, 2016 Posted by Behavior, Delegate, Entrepreneur, Goal, Leadership, Objective, Owner 0 thoughts on “5 Ways to Deal With Doubt”
dealing with doubt

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The Serial (Entrepreneur) Killer

You don’t have to own a business to act with an entrepreneur’s spirit. You can take ownership in whatever role you play, no matter how big or how small the company or organization.

In this week’s podcast – The Serial (Entrepreneur) Killer – my guest, Pat Thackery, and I discussed some things that are sure-fire ways to kill an entrepreneur’s dreams. Some of the primary killers we discussed included:

  • Not surrounding yourself with smart people (hopefully smarter than you)
  • Freaking out over the daily numbers
  • Micromanagement (the “I gotta do it myself” syndrome)
  • Assuming that being the owner makes you better than the employees
  • Not setting a clear vision for your business
  • Not having and being flexible enough to adjust your plan

Doubt – 1 of the Biggest Killers

But there are several other things that can kill the entrepreneur’s dream. One of the biggest is doubt. Unless you’re a narcissist, you probably have at least some doubts. That’s only natural. How you handle them is what is important.

There are many schools of thought out there but here are a few things you might try to keep your doubts in check.

  1. Identify your strengths. What makes you good at the things you do and how can you play to those strengths in your entrepreneurial endeavors?
  2. Identify your blind spots. Ask people who know you well, and don’t get defensive or angry with them when they are honest with you. Thank them for their input, then start thinking about how to “cover” the blind spot. Is it something you can turn in to a strength, or is it something that will save you a whole lot of time, energy, focus and heartache if you “outsource” it to someone else?
  3. Change your perspective. Don’t get caught up in a mode of saying “I can’t do this” in a whiney, defeatist kind of way.  Start practicing the “I can’t do this, and therefore I am going to get someone to do it for me – because my talents are better spent on other tasks” kind of way.
  4. Set small, achievable objectives that lead to bigger goals. If you set huge objectives right out of the gate, you will begin to lose faith when it appears to be taking too long to reach them. Set smaller milestones and objectives along the way. Celebrate when you hit them, double down and make adjustments when you don’t…but keep moving.
  5. Practice saying “I’ve got this. I can do this.” In my recent article at, I discuss the topic of luck. In it I ask and answer the question “Does luck exist?” Studies show that to a great extent we create luck and that a major key to it is simply believing.

You’ve got this.

How to Build the Perfect Team for Your Business

December 23rd, 2015 Posted by CEO, Delegate, Employment, Leadership, Manager, Relationships, Strategy 18 thoughts on “How to Build the Perfect Team for Your Business”

pile of plastic toy menWhile you should rely heavily on strategic planning to get ahead in the business world, if you don’t have the right team in place to implement your business strategy, you are going to go nowhere quite fast.

It doesn’t matter whether you’re starting a new business or have been in your industry for several years, hiring the right people can make a huge difference in your chances for success.

But how is this done?

Building the perfect team, like running a business, is just as much of an art as it is a science. And it’s something that a lot of people struggle with, even if they have been running a successful business for years.

This is because a lot of people don’t really understand what makes a good business team. Is it talent, creativity, or something else?

Hire Based on Your Needs

Every year, around the beginning of November, something quite amusing happens: the NFL trade deadline comes and goes.

It’s a time when most fans closely watch news outlets, looking to see who made what moves for which players. It’s also a time when you see diehard fans pulling their hair out because their favorite team’s general manager just traded away their best wide receiver for a couple of draft picks two years down the line.

But once the tears fade away, you can usually see why the trade was made.

Perhaps the receiver was struggling with an injury, or perhaps he was getting older, his contract was about to end or he was costing too much money.

Or maybe the team didn’t need him because they have several other receivers who are putting up great numbers.

The point is: the best hire is not always the best hire for you.

You have to identify what your team needs. You can’t just indiscriminately scoop up the most talented individuals in your industry. You have to focus on building a well-rounded team that can handle every situation.

Take a good hard look at your team. What type of person do you need based on your key performance indicators?

Remember, your main goal is to build a team, not a roster of talented individuals.

Hire Based on Culture

A good business culture makes a great business team.

While hiring based on qualifications is all well and good, you want to make sure to build a team that is passionate about your vision and the culture in which you want to build within your organization.

If you are looking to maintain a team-based environment where people bounce ideas off one another, you shouldn’t be looking to hire a person who prefers to work alone in the corner of the room.

The most important step in doing this is to clearly outline your business vision. If your employees don’t understand what you are trying to accomplish, they cannot help you get there.

Once everyone is one the same page as you, involve them in the hiring process. Let them sit in on interviews with potential employees and ask them for feedback on every candidate. You want to hire the most qualified candidate who also fits best with your team.

Remember, a team that is happy, works well together and is passionate about your vision is the most productive team.

Moving Forward

Once you have your team built, you want to make sure that they stay with you for the long run. Although this is another topic for another day, here are a few quick tips to keeping your team happy and productive:

  • Challenge them.
  • Reward them for their accomplishments
  • Listen to their wants and needs.
  • Give them the tools that they need to succeed.
  • Show them that you care.
  • Don’t just hire someone that can do the job today, hire someone that can change as the job changes.

While these tips can help you get started, so much goes into building and maintaining a great team that it would take an entire book to tell you everything there is to know. Thankfully, the Business is ART book is available for you to purchase (you’re welcome), and in the meantime, you can satiate your appetite for success by checking out our Freebies section of the website.

Three Pillars of Behavior

December 8th, 2015 Posted by Behavior, Business is ART, CEO, Delegate, Employment, Engagement, Entrepreneur, Leadership, Relationships, Strategy 0 thoughts on “Three Pillars of Behavior”
Photo courtesy of

Photo courtesy of

Plato said, “Human behavior flows from three main sources: desire, emotion, and knowledge.”

I refer to these as the three pillars of Behavior Management.  At work, if your Behavior Management strategy does not address all three of these pillars, there is an increased chance that you will not get the results you would like (or need) from your employees.

My opinion is that most people in the workforce want to do a good job that they can be proud of.  Most employers want exceptional performance from their employees.  If this is true, then already there is a chasm.  What is “good enough” in the employee’s mind may not be good enough in the employer’s mind.  So how do you bridge the gap?

Start by considering these three pillars.  What does the employee #desire? What gets the employee to feel a positive #emotion about the job and the company? And finally, what does the employee #know?  This goes beyond knowing the job and is a critical piece that should seem obvious, yet is often overlooked.

As an example, the employee desires to do good, quality work because it makes him/her feel good about him/herself, and that makes him/her feel happy (emotion).  But the employee “knows” there will be no recognition or reward from the employer beyond a paycheck.  What is the likelihood that employee will burnout and performance will suffer in the long run?

Two mistakes employers make in this regard are:

  1. A paycheck should be incentive enough to do a good job (see “chasm”).
  2. Incentive and reward beyond the regular paycheck means more money.

Neither are necessarily true, and there are all kinds of ways to address them, but that’s another topic for discussion. In the meantime, if you focus your Behavior Management strategy on these 3 pillars, you will be way ahead of the competition.

You Must be Crazy

December 7th, 2015 Posted by Business is ART, CEO, Delegate, Employment, Entrepreneur, Inspiration, Leadership 0 thoughts on “You Must be Crazy”

Do you have to be crazy to be an entrepreneur or a CEO (or other type of leader)? I mean, think about it. You’re putting yourself in a highly scrutinized spotlight. You’re putting your livelihood and assets on the line, putting relationships at risk, and probably spending a lot of money you don’t have just to get started.

Sounds crazy, right?

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Photo courtesy

Well, it turns out that there are some personality traits typically viewed as negatives that might actually help people to become entrepreneurs and leaders. Indeed, bi-polar disorder is often referred to as the CEO Disease because some of the very characteristics of bi-polar behavior are present in many of the world’s most successful CEOs, like Ted Turner and Steve Jobs.

A pet peeve of mine is that when someone is a little different or struggling, especially when they are kids, we rush to label or medicate them. Well-meaning people think they are doing the right thing, but what they could be doing is stifling that person’s ability to become the next great leader (or masking a “problem” instead of treating it, thereby creating larger and potentially dangerous circumstances).

The trick is recognizing, encouraging and even teaching leadership and entrepreneurial potential early, although it is never too late.

The “crazy entrepreneur” is the subject of the December 7 edition of  my weekly newsletter, The Weekly See 7.


November 16th, 2015 Posted by Business is ART, Delegate, Employment, Engagement, Inspiration, Leadership, Relationships 0 thoughts on “Downtime”
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Photo courtesy

A few days ago I had a long awaited hip replacement surgery. During this coming week, I have some unavoidable work and will take care of it accordingly. Otherwise, to recuperate, I am taking some time off and taking advantage of the downtime.

That doesn’t mean pop as many pain pills as I can or binge watch several shows on Netflix. In fact, I’ve watched very little TV so far and as of Saturday I went cold turkey off of the prescription pain meds because I didn’t like how they made me feel. I’d rather have pain and keep my mental capacity than be comfortable but paranoid, itchy and talking gibberish.

But, I’m not judging at all. To each his own, and I mean that sincerely. It doesn’t matter how you define downtime or how you spend it. All that matters is that you define it and utilize it, whatever it means to you.

For me, it means finishing the script to a musical that I started writing several months ago – something I like to do as a creative hobby. I’ve had the music maybe 80% composed and the script drafted in my head for a long time. I just haven’t created the time to sit down and complete it all. When I commit myself to something like this, it’s an all-in moment and I become very immersed in it.

Some may see it as a lot of work, or a huge commitment of time. But for me, it is a necessary thing. That creative time is something I need. I crave it. Once I have come through it, I feel energized for a long time to follow.

My definition of downtime isn’t limited to creative writing. Sometimes, downtime is floating on a boat. Sometimes it’s sitting in the backyard with a cold drink. Sometimes it’s snuggling on the couch with my wife, Carol.

I have multiple definitions of downtime and utilize them accordingly. Some of them are productive in the sense that I am producing a tangible item, but all of them are productive in the sense that I am providing or giving something that I or someone else needs.

Downtime is the theme of the November 16 edition of The Weekly See 7 available now at the SeaSeven website. How do you spend your downtime?

The Family Business

November 9th, 2015 Posted by Business is ART, Delegate, Employment, Inspiration, Relationships 0 thoughts on “The Family Business”

For those of us that are fans of mafia movies and The Sopranos, when we hear the term “Family Business” we think of a powerful Don in a nice suit, smoking a nice cigar, sitting behind a nice desk, listening to people who need a favor (or are seeking mercy). It usually doesn’t end well for those people.

Mugshot of Charles "Lucky" Luciano

Mugshot of Charles “Lucky” Luciano

In The Godfather, Michael Corleone tells his brother Fredo, “Never take sides against the family.”

In The Godfather II, Michael has Fredo executed for doing exactly that. At least he had the good taste to wait until after their mother passed away.

In most cases, the ‘family business” doesn’t include such dire consequences, but can be both a blessing and a curse. Many of us dream of creating something our kids can take over one day, but the day-to-day reality can make the dream seem like a nightmare.

In the November 9, 2015 edition of The Weekly See 7, we stray a bit from the usual format. Instead of running with the standard categories and links to articles and videos from multiple sources, we simply provide you with links to articles and videos from various postings at Inc. online covering a variety of areas with respect to this week’s theme – “family business.”

Take a look and share with us some of the things you do to ensure the family business doesn’t kill the family, succession planning, or anything else as it relates.

Work-Life Balance : Myth or Real?

November 2nd, 2015 Posted by Delegate, Engagement, Inspiration, Leadership, Relationships 0 thoughts on “Work-Life Balance : Myth or Real?”

Some say there is no such thing as work-life balance – that it is only a myth because today’s demands are just too great. Others say it is achievable if you know and adhere to a few secrets to it. Still others say it is a moot point because it is all living. There really is no separation between work, play and life.

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Photo courtesy

I agree with all three. Sometimes, people find themselves in situations in which life outside of work is virtually non-existent and it doesn’t matter how much he or she wants it to change.

But I also don’t believe that means giving up and just accepting a bad situation for just that. With a litte focus and effort, we can often find ways to make the best of bad situations. But it has to be deliberate. See my free ebook entitled “6 Steps to Evolving with Intent” for an approach that may help you find balance.

Meanwhile, work-life balance is the theme in the November 2 edition of my weekly newsletter – The Weekly See 7 – now available at the website.

What do you think? Myth or reality?

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